25, section 10. The parties agreed to create a care/management committee consisting of equal representation of caregivers and nurses for a total of five (5) members appointed by management, four (4) RNs (two appointed by each union) and the Chair (1) of the Staff Care Council. The committee meets at least monthly prior to October 1 of each contract year to develop and agree on the criteria and selection process for a performance program based on clinical excellence. The criteria are distributed to registered nurses in October of each year of the contract. Up to ten (10) salary bonuses (equally between the two unions) of $1,000 each are awarded on the basis of the September criteria of each contract year. A single nurse can only receive a salary bonus for a period of twelve months. The appeal and arbitration procedure is not necessary for the selection or decision regarding the beneficiary of the benefits. Section 11. By Diem Nurses, the value table will be tracked, but under no circumstances will they be covered by stage 8 of the NIR. After one thousand forty hours (1,040) hours of work or two (2) years, according to the lowest value (as of October 1, 1996), nurses receive an annual increase in annual level increases on the anniversary of hiring.
If the hospital cancels a nurse per nurse less than two (2) hours before the start of her service, the nurse is paid for two hours at her normal rate. Section 12. An NIR, assigned by the hospital to a nurse on regular duty for more than two (2) consecutive months, receives one dollar twenty cents ($1.20) per hour or seven percent (7%) Increase in base salary, based on the highest value, from its ninth (9th) work week. A nurse who receives this differential/increase is not allowed to get a fee nurse differential. OR team leader receive the nurse fee differential for all hours worked. Section 13. A nurse appointed and assigned by her department head as a primary teacher for a newly hired or transferred nurse, or a nursing student for at least 4 weeks, receives a $150 bonus at the end of each four-week period. A nurse appointed or transferred by her department head as a secondary teacher for a newly hired or transferred nurse, or a nursing student for at least 4 weeks, receives a $75 bonus at the end of each four-week period. When two nurses are assigned by their nurse principal as equal teachers instead of primary and secondary receivers, they share the available receiver bonus of 225 $US.
A nurse in a unit designated and assigned by her head of department to take over a newly hired nurse or transferred to another unit for a position of 8 hours or more receives a bonus of $10 per day at the end of the teacher assignment. For the 21 in Massachusetts, nurses, by the Massachusetts Nurses Association (MNA), responded to these changes through activism and organization. The long-standing focus on professional organization has given way to the formation of a union of health professionals – nurses and nurses. This change is directly linked to the hospital industry`s attack on the power, working conditions and professionalism of nurses and aims to strengthen successful resistance to health restructuring. Nurses on landers shared their experiences in the new health environment of the 1990s in the laboratory relations program. Fearing that conditions would deteriorate further, the MNA`s Industrial Relations Subcommittee appealed to the MNA Board of Directors in the winter of 1994 to take restructuring action.
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